Affirmative Action and Federal Contract Compliance
As a federal contractor, you often feel caught in the firing line. Staying in compliance with all of the laws governing your employment relationships is a daily challenge. You need lawyers focused on affirmative action and other federal contract compliance requirements.
The Fisher Phillips Affirmative Action and Federal Contract Compliance Practice Group knows that affirmative action is much more than just a numbers game. The Office of Federal Contract Compliance Programs (OFCCP) regulates nearly all aspects of your employment practices, whether you currently have federal contracts or are trying to win your first one. Bidding on and entering into government contracts without knowledge of all of these requirements is a recipe for losing money. Our attorneys can help you understand, consider, and comply with the plethora of applicable laws to make sure you’re ready.
Preparation and Implementation of Affirmative Action Programs
We prepare and update affirmative action programs to comply with federal, state, and local requirements, working with contractors and subcontractors. If a third-party vendor created your program, we can evaluate the plan to ensure it meets the latest standards. But after your plan is up and running, we go one step further – we help integrate your affirmative action plan into your workplace, considering how best to match your plan with your company culture.
Training and Compliance
We evaluate which laws cover your operations. By determining specific coverage obligations under Executive Order 11246, the Rehabilitation Act, Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), and other relevant contracting laws and Executive Orders, we help you understand the playing field in which you’ll be competing. We also provide comprehensive evaluations of your compliance. Above all, our goal is to provide you the tools not just to meet current compliance requirements, but to craft long-lasting solutions to address future issues. This includes working with you not only to implement, but to maintain, train, and educate your workforce on your affirmative action program, including diversity initiatives, in a proactive and strategic manner.
We offer effective representation during OFCCP compliance reviews and associated administrative proceedings. We have strong relationships with the U. S. Department of Labor’s Office of Federal Contract Compliance Programs and OFCCP offices across the country, and we can help maintain a professional working relationship so that you survive a government audit. If push comes to shove, we can defend an affected class assertion or negotiate a favorable Conciliation Agreement.
- Follow The 5-Step Plan To Ensure Compliance1.23.17
- Federal Contractors Can Proceed As Normal For The Time Being10.26.16
- Employers Must Submit New Report By March 31, 201810.10.16
- Changes Effective January 1, 20179.30.16
- Employers Now Face March 2018 Deadline For First Pay Report7.14.16
- Agency Responds To Criticisms Lodged By Fisher Phillips, Others6.27.16
- Contractors To Be Brought From ‘Mad Men’ To Modern Era6.15.16
- Businesses With 100 Or More Workers Would Be Subject To Proposed New Law Aimed At Combating Gender Discrimination1.29.16
- Federal Contractors To Be Burdened With Additional Disclosure Requirements If Government Has Its Say6.9.15
- Federal Contractor Affirmative Action Compliance Checklist
- OFCCP Compensation Audit Checklist
- OFCCP Internet Application Checklist
- OFCCP Section 503 Checklist
- OFCCP VEVRAA Checklist
- SOTU "Minimum Wage" Announcement: What Does It Mean?
- OFCCP Announces New Tactics To Review (Legal Alert)
- Executive Order - Fair Pay and Safe Workplaces